Job Description
Business Overview
The Marketing Division is tasked with expanding the membership value and ecosystem of our group, which boasts over 70 services. It operates as a cross-group organization with two key functions: leading brand, creative, marketing, and membership domains, and overseeing business strategy and marketing for our mobile business, which is the group's most critical focus area.

Our mission is to leverage group synergies to expand our ecosystem, working collaboratively across the entire group.

Department Overview
The Organizational Strategy Office is responsible for formulating the Marketing Division's organizational strategy and ensuring its realization and penetration from the perspectives of HR, general affairs, and compliance. Our responsibilities include performance evaluation (operation), labor management, new graduate and mid-career recruitment, training and development, organizational development, and HR data utilization, all aimed at strengthening the people and organization within the Marketing Division. The team consists of 9 full-time employees, 1 contract employee, and 2 temporary staff.

Position Details
This position is a crucial role responsible for enhancing the overall organizational strength and promoting HR risk management through various consultation services, primarily focusing on Employee Relations, and general labor management. It requires a flexible and accurate response capability, deeply understanding internal systems, the latest laws and regulations, and the individual circumstances of employees and organizations, while balancing these factors. Through close collaboration with the front lines, you will help build an environment where the Marketing Division can achieve sustainable growth.

Specifically, you will be primarily responsible for the following tasks, which will be assigned based on your experience and preferences:

■ Core Responsibilities in Employee Relations / Labor Management

• Various Employee Consultation Services:

Responding to harassment inquiries and general labor-related questions from employees (covering a wide range of topics such as career, interpersonal relationships, and treatment).

Handling leave of absence and return-to-work procedures, childcare and eldercare leave, and supporting the operation of other work-life balance initiatives.

• Promotion of Occupational Health and Safety Management:

Arranging occupational physician consultations, assisting with workplace inspections, analyzing stress check results and providing feedback to the workplace, and supporting the planning and execution of health management initiatives.

■ HR System Operation Support & Organizational Development

• Smooth Operation Support for HR Performance Evaluation System:

Notifying evaluation periods, collecting and managing evaluation sheets, explaining evaluation processes to evaluators (managers), and advising on evaluation criteria.

Assisting with the aggregation and analysis of evaluation results, responding to evaluation-related inquiries, and proposing improvements to the evaluation system.

• Support for Execution of Divisional HR Strategy:

Consulting with division heads and managers on labor and HR-related matters, and providing solutions for organizational challenges.

Supporting the smooth implementation and penetration of HR policies and systems formulated by the Head Office HR Department within the division.

Collecting and analyzing HR data, and utilizing the results for organizational development (e.g., initiatives to improve engagement, measures to enhance retention rates).

■ Other HR-Related Tasks

• Participation in HR-related projects (e.g., planning and operating new graduate training, promoting HRDX, HR system revision projects).
• Supporting the operation of onboarding/offboarding procedures, transfer procedures, etc.

【Attractiveness of This Position & Career Path】

The specific tasks assigned will be tailored to your experience and preferences. Furthermore, this position is not limited to labor management; it offers a wide range of career paths including recruitment, training, organizational development, and HR planning.

Mandatory Qualifications

• At least 3 years of practical experience in labor management
• Business-level proficiency in both Japanese and English (TOEIC 800 or equivalent)

Desired Qualifications

• PC skills (Microsoft Office: Excel, Word, PowerPoint)
• High communication and active listening skills, along with strong ethics and a sense of confidentiality when handling delicate matters.
• Ability to coordinate interests and communicate effectively across multiple departments for problem-solving.
• Ability to proactively identify issues and propose/drive improvements.
• Experience in operating HR-related systems, or HR data analysis experience.
• Qualifications such as Social Insurance Labor Consultant (社会保険労務士) or Occupational Health Consultant (衛生管理者).
• HR/Labor experience in the IT/Web industry, or experience in organizational development within a growing company.

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corporate #HR #GA #marketingdiv

Languages
English (Overall - 3 - Advanced), Japanese (Overall - 4 - Fluent)